It is a fact; employee engagement is one of the key success factors for companies. Strategically relevant, engagement reflects the employee's sense of belonging to his or her company through motivation, championing the company's values, initiative-taking, and more.
Organizations must regain engagement and enthusiasm among their teams, generating team experiences that strengthen their ties to the organization.
A recent Gallup poll found that almost 20 percent of the US workforce is disengaged. With such a high percentage of disengaged workers, US companies lose nearly a $500 billion per year.
In previous articles we discussed the importance of retaining talent in our organization, yet we need to be aware that the work with our professionals does not end there; we must go a step further.
Engaging employees is about attracting and involving employees to participate intensely in the company’s business as well as drawing them into conversations and decisions.
Retaining talent within companies is no simple task. We are in times of change, where the labour market offers more facilities to professionals so they can migrate to other companies.
We will delve into the key features that an HR technology solution must have.
Did you know that when an employee joins a new company, this is one of the most important moments of the employee’s relationship with the company?
Much has been written about the similarities between Marketing and HR strategies. For both disciplines, the customer/employee is placed at the heart of their strategies aimed to meet their needs.
When embarking on a process to improve engagement, it is important to bear in mind that this process must always be approached from the employee’s perspective and special attention must be paid to discovering their views on corrporate culture.
HR technology solutions must address several critical issues in order to function as enablers for the implementation of different processes.
Big Data applied to HR has enormous potential. Right now in the market we’re seeing greater development in recruitment, performance appraisal and employee retention.
This report shows how employee engagement directly affects their performance, leading to improvements across many critical factors for the company such as customer perception, productivity, and more.
An Argentinean web designer and a Mexican editor can work from Buenos Aires and Mexico City for a Spanish company based in Madrid. Cloud services are of great assistance for these ties.
A good number of organizations are beginning to take a closer look at how to attract and keep their employees through engagement. Even some that are in worse financial states are concerned about engagement management.
Managing employee engagement is one of those topics on the agenda of leaders, and particularly HR professionals. Nevertheless this concept poses several drawbacks. First of all is the difficulty in defining it.
By investing in state-of-the-art technologies, it is possible to develop an organizational architecture that allows agility, flexibility and dynamism with the implementation of work-life balance programmes.
Let’s analyse some scenarios where the implementation of next-generation technologies has contributed to wellbeing and engagement among people.
The Digital Revolution at the Service of Managing Well-Being and Engagement (Part I)
Now I’d like to analyze with you the motivating factors that can drive all these people, including myself, and the analogy between these motivating factors and employee motivation within companies.
Nevertheless, each individual is unique and comes with a distinctive cultural baggage, something that the HR department must take into account, as this can directly influence various organizational aspects, even performance.
According to various studies, less than 40 percent of HR departments are playing a key role to exploit digital technologies for better talent management. We still seem to be stuck with more of the same, as in in the customarily time-absorbing transactional tasks in these areas.
When we sat down to start writing this article on 2019 trends, we realized that for this year we clearly saw two great forces developing in parallel: on one side, the unstoppable digitization and automation of almost all aspects of our personal and working lives, and on the other, the rise of soft skills compelling a return to what makes us more human, such as the ability to communicate, the capacity for creation, cooperation, flexibility, empathy, and more.
Unleash 2018 Amsterdam, The Work Revolution - 6 Trends for Unleashing Human Potential in Organizations
HR leaders will need to bring the negotiation and political skills necessary to secure the resources needed to provide world class HR in the digital age.
Five compensation and benefits indicators for improving employee retention.
Giving feedback is undoubtedly one of the biggest challenges we have as people managers and at the same time, it’s an outstanding development tool.
Unmotivated employees have poorer performance and productivity; they jeopardize their ability to carry out their duties properly and they are a detrimental influence on the working environment in any company.
Talent management solutions are a crucial part of building a successful organization, and even more so in the education sector, where great masters and teachers are a crucial factor for student success and performance, and in turn, these are key for business success.
The expediency of defining and including active recognition policies as a fundamental part of current HR policies. When establishing them, what aspects should be recognized, who should do it, and how should it be done?
Recently, Meta4, the company I work for renewed FFE certification as a Family-Friendly Enterprise, a practice that is registered as part of Corporate Social Responsibility (CSR) policies. CSR addresses responsibility issues and work-life balance; it also includes support for equal opportunities and the integration of the most disadvantaged.
In this new digital age, there is constant discussion on Talent Management contributions, capabilities and strategies for organisations.
The goal of Inbound Conversion is for the newcomer to assimilate into the culture, get up to speed and become a productive member of the organization.
Implementing a digital onboarding process does not just benefit new employees but also managers, who are the main actors when promoting or deterring the assimilation of new talent.
We need an organizational system to flexibly put together what we want to become as an organization.
Agile companies focus far more on managing individuals who cooperate with one another as one large team to achieve business goals.
Our employees are the people who have the required abilities, skills and knowledge to cover all our jobs or positions in our company.
HR leaders have the function of demonstrating what digital transformation looks like within their own team.
HR excellence is the company’s best elevator pitch to society and ensures our employees are engaged and committed to a collective mission.
HR leaders are being called on to bring new skills and capabilities to meet the challenges of a digital, global, and dynamic business environment.
Business innovation is regarded as the key driver for competitive differentiation in the new market and business areas of the knowledge economy.
This list of the 5 Best HR articles of the month will guide you through some of the trends affecting the workplace and the HR Professionals of the moment.
Even though organizations now have the means to segment diversity into different talent groups and analyze them, they still need to understand that different groups will behave differently with different organizational stimulus.
What is left to man after so much technology?
In order to awaken reflection among attendees—HR managers of some of our most important customers—the day began with an introduction...